William E. Snizek

Gender Differences in Work Values: Perpetuating the Myth

Using data obtained from 12 national samples contained in the General Social Survey over the period 1973 through 1990, this article analyzes the work value preferences of 7,436 full-time male and female workers, representing all major occupational classifications and all major industries. The data presented in the study provide no consistent support for general differences between mens and womens work values. Instead, the data suggest that regardless of gender, ones preference for a given work value depends, in large part, on ones age, education, and occupational prestige. The authors argue that alleged gender differences are minimal, at best, and continued emphasis on differences merely serves to reinforce traditional gender-role stereotypes and to perpetuate gender inequality in the workplace.

Work Values, Job Characteristics, and Gender

This study uses ordinal regression analysis to examine the impact of gender on work values, after controlling for various organizational variables. The analysis is based on a complete enumeration of women in a large Australian organization, together with “representative” and “matched” samples of male employees. When organizational variables are controlled, women are shown to place greater importance on working relations, men on salary, job status, and prestige in the community. Type of work has a significant impact on work values, as does the interaction of gender and type of work, thus supporting the argument that the array of occupations studied may be an important factor in explaining conflicting prior findings concerning the influence of gender on work values. While gender differences in some work values remain after a variety of organizational variables are considered, a model based on work experiences may still be appropriate for explaining such observed differences.

The Waitress-Diner Relationship A Multimethod Approach To the Study of Subordinate Influence

Literature in the area of work and occupations suggests that a variety of manipulative ploys are practiced by service workers. Although these maneuvers may be aimed at controlling diverse facets of the work situation, they generally are performed in an effort to master the works reward structure. Manipulative accounts have contamed sketches of the procedures practiced; yet few accounts acknowledge a test of such procedures. This investigation was structured to disclose and test the manipulative procedures enlisted by the waitress in her attempts to control rewards. Data reported are based on a six-week period of participant observation in conjunction with an experimental treatment procedure. The findings suggest that the waitress employing a manipulative treatment style gains a measure of control over the occupations reward structure.

The structural analysis of a scientific paper

We analyze the structural elements which comprise a standard scientific paper. Previous analysis generally has focused on one element of a paper at a time. However, the title, author list, affiliation, abstract, text, tables, graphs, charts, photographs and references all represent possible data resources for investigation. After specifying those elements, we focus successively on the history, normative tradition, and sociological analysis of a selection of those elements.

Perception of bureaucracy and changing job satisfaction: A longitudinal analysis

Abstract This study examines the relationship between perceived degree of bureaucracy and level of job satisfaction utilizing longitudinal data. These data were obtained over a 5-year period from 92 government employees. The results indicate a significant decline in job satisfaction over the 5-year period. Of the components of perceived bureaucracy examined, changes in division of labor, hierarchy of authority, and standardized work procedures were shown to be significantly related to changes in job satisfaction. These data indicate that individuals who perceive an increase in division of labor and hierarchy of authority in their organizations undergo diminished job satisfaction; while those that perceive an increase in standardized work procedures experience enhanced job satisfaction.

Job Characteristics, Gender Stereotypes and Perceived Gender Discrimination in the Workplace

This study examines the processes underlying gender discrimination in a large Australian government research organization. It is specifically concerned with discrimination that occurs after the initial assignment of employees to career streams or ladders has occurred. When questioned, 37 and 41 percent of the women surveyed stated that they had regularly experienced promotional or day- to-day discrimination. Based on analyses of data collected from 625 women and 512 men, evidence is presented for a vested interest explanation as best account ing for promotional discrimination, as distinct from day-to-day discrimination. These findings highlight the need to recognize and treat different forms of gender discrimination in the workplace as analytically distinct.

Virtual offices: some neglected considerations

A part of organizational restructuring and corporate downsizing, numerous companies are utilizing what have come to be called “virtual offices” in an effort to increase effectiveness and overall efficiency. For the most part, these offices are staffed by employees who frequently telecommute, use Internet communications and information resources, and share office space and equipment for brief periods of time when working at corporate facilities outside the home. Vanishing are the traditional offices and organizations that occupy a common and fixed space, and which employ a relatively permanent workforce. Numerous benefits and advantages attend the use of virtual offices in today’s climate of global competition. Telecommuting has been shown to result in productivity gains of between 15–20%, while saving companies sizeable sums of money in office-space rentals. In addition, workers who previously found it difficult to work outside the home (e.g., the elderly, handicapped, or parents with childcare responsibilities), now use telecommuting as a vehicle to participate in the workforce. Corporate executives and managers accessing the Internet utilize its rich resources, of both people and information, to improve operations and to market products. And finally, the sharing of equipment and space that occurs in virtual offices affords companies dramatic savings in the costs of facilities and the rental of space and equipment required to house those facilities. While only in use for a relatively short time, virtual offices offer companies a flexibility in size, composition of workforce, and location, not otherwise available with more traditional offices. This flexibility has resulted, in some cases, in dramatic productivity gains, reduced overhead costs, and increases in overall organizational efficiency. But are such gains likely to continue at the present pace? And what steps can be taken to maximize the likelihood of such gains continuing? Are there disaffections for both employer and employee associated with the use of virtual offices? My comments in addressing such questions are informed by data I have collected over the last 10 years on internal labor markets, both in the U.S. and abroad, as well as other data gathered on Virtual Offices: Some Neglected

Gender as a Moderator of Job Satisfaction A Multiv Ariate Assessment

Based on data gathered from a large Australian federal organization, the present study examines the potential moderating effects of gender on the relationships between various personal and organizational characteristics and employee job satisfaction. Using controlled (n= 168) and representative (n= 298) samples of males, compared to an enumeration of female employees (n= 335), gender is shown to exert a slight impact on the relationship between age and length of service as this relates to job satisfaction. Gender interacts more noticeably with the work values of security, autonomy, and use of abilities when related to employee job satisfaction. These findings are discussed in the context of gender differences in organizational power and opportunity structure predicted by Kanter.

A re-examination of the Ortega hypothesis: The Dutch case

Using data collected for a sample of 69 Dutch physicists, the present study employs a multivariate approach in order to re-examine the Ortega hypothesis. Stated succinctly, the Ortega hypothesis maintains that, in large measure, science has progressed through the efforts of many quite average scientists. Based on a combined citation search of 2763 source and reference authors, eminent scientists are shown to cite other eminent scientists, although not to the extent reported among American physicists in earlier research by theColes. The tendency for eminent scientists to cite other eminent scientists is a rather recent occurrence in The Netherlands, and may signal a major trend in the differential allocation of facilities and resources which, in turn, impact on the development of science in that country. In addition to the citation rate of source authors year of articles publication and length of source authors professional experience, are also shown to be significantly related to the eminence of reference authors cited, thereby signaling caution concerning rejection of the Ortega hypothesis.

Web Sites and Corporate Culture: A Research Note

This research note examines the feasibility of using corporateWeb sites as an indicator of corporate culture. This is done by comparing theWeb sites of 12 multinational companies in two distinct business sectors—food services and pharmaceuticals—across 23 subdimensions of corporate culture. Differences in the corporate cultures of these companies, as observed in theirWeb sites, are then discussed.